The role of job control has a well-documented history in the organisational psychology literature, and it is generally accepted that greater levels of job control can lead to better affective task reactions, such as improved mood and increased task satisfaction. However, this relationship appears to be influenced by other variables and, more recently, this has been considered in the context of the individual difference variable of acceptance. Acceptance reflects an individual's willingness to experience thoughts and feelings, especially negative ones. Evidence suggests that acceptance moderates the relationship between job control and employee outcomes, such that high acceptance enhances the positive effects of high job control. It remains to be clarified as to how different levels of acceptance affect task reactions under changing levels of control. The current study used an experimental task to investigate how the relationship between control and affective task reactions is affected by acceptance. The sample comprised 141 undergraduate students who completed two trials of a demanding inbox task while under high and low levels of control. First, it was hypothesised that a main effect for acceptance will be found, whereby those high in acceptance will report lower tension-anxiety, higher person-environment fit, and higher task satisfaction than those low in acceptance. Second, it is hypothesised that there will be an interaction between control and acceptance. Specifically, in the increasing control condition, those high in acceptance will enjoy the benefits; whereas those low in acceptance will not. As there is no prior research on how those high and low in acceptance react to decreasing levels of control, an exploratory goal of the thesis was to explore this relationship.